Pick the service that matches where your hiring breaks today. If nobody applies, the ad and its reach are the problem. If people apply but vanish, the reply is the problem. If people show up and quit in week one, the gap is between what the ad promised and what the job really is. Each service below targets one of those failures.
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Crew recruiting ads
Paid job ads aimed at the roofers and labourers who can actually reach your yard by 7 a.m.
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Hiring pages and job listings
A careers section and job listings that answer a roofer's questions before they pick up the phone.
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Crew video and employer brand
Short, honest footage of your crews, your gear and your foremen, so applicants know what they are signing up for.
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Applicant text-back and screening
Every applicant gets a reply within minutes and a clear next step, before a competitor calls them first.
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Apprentice and off-season bench
A year-round list of apprentices, labourers and returning crew members you can call when the season opens.
Crew recruiting ads
Start here if your postings get almost no applicants. Crew recruiting ads put your opening in front of roofers and labourers within a realistic morning drive of your yard, on the channels they actually scroll: social feeds, job boards and search. We write separate ads for separate roles, because a shingler with ten seasons and a first-year labourer respond to very different messages.
What you get: role-specific ads, drive-time targeting, a weekly read on cost per real applicant, and a monthly cut of the channels that waste money.
Hiring pages and job listings
Start here if people click your ad and never apply. A Facebook post or a one-paragraph board listing can't answer what a roofer wants to know. Hiring pages give each role its own page on your website, with the start time, the type of work, how crews are run, what gear and training you provide, and one simple way to apply by call or text.
These pages also help your listings appear in Google's job results when they are marked up correctly, and they keep working after the paid ads stop.
Crew video and employer brand
Start here if applicants don't trust you yet, or if people quit because the job wasn't what they expected. Crew video means short, honest clips filmed on real jobs: the morning meeting, a foreman explaining how tear-off works on your crews, the trucks and the gear. No actors and no stock footage.
Video also works on referrals. A crew member is more likely to send a friend a link when the company looks like a place they're proud of.
Applicant text-back and screening
Start here if you get applicants but can't reach them, or if your office calls back two days later and the person has already taken another job. Applicant text-back sends every applicant a reply within minutes, asks three to five screening questions you approve, and offers a time to talk.
This is often the cheapest fix with the biggest effect, because it rescues applicants you have already paid for.
Apprentice and off-season bench
Start here if you scramble every March. The apprentice and off-season bench builds a list of people who want to work for you before you need them: returning crew members, pre-apprenticeship students, labourers who did one good season and want another. Through the winter we keep that list warm with short updates, so the first calls in spring go to people who already know you.
How to choose, in one table
| What you see | Likely leak | Service to start with |
|---|---|---|
| Fewer than five applicants per posting | Reach and message | Crew recruiting ads |
| Clicks but few applications | Landing page | Hiring pages |
| Applicants who never answer | Reply speed | Applicant text-back |
| New hires quitting in week one | Expectations | Crew video |
| Panic hiring every spring | Timing | Apprentice bench |
If two rows describe you, start with the one lower in the funnel. Fixing replies before buying more ads means you stop wasting the applicants you already have. The cost-per-hire guide shows how to find your leak with five numbers.
What stays with you
Every service is marketing. You keep every hiring decision, every conversation about pay and terms, and your safety program. We are not a contractor and not a staffing agency. When you are ready, compare plans and pricing or contact us to talk it through.
Frequently asked questions
Do we need all five services?
Rarely at the start. Most roofing companies begin with the two that fix their worst leak, usually reply speed and the ad itself, then add video or the off-season bench once applicants are flowing.
Do you write the job description for us?
We write the ad and the hiring page from what you tell us about the role, the crew and the schedule. You approve every word, and anything about pay, benefits or legal terms comes from you.
Can you run ads on the job boards we already use?
Yes. We can manage postings and sponsored listings on the boards you already use, alongside social and search campaigns, and track which one produces people who actually stay.
Is screening the same as interviewing?
No. Our screening is a short set of yes-or-no questions you write, sent by text, so you only spend phone time on people who meet your basics. Interviews and hiring decisions stay with you.